Return-to-Work Programs: Impact and Best Practices

Report: Employers, Employees Find Mixed Results in Return-to-Work Programs

As major employers increasingly mandate a return to the office (RTO), the impact on employee morale remains mixed. A recent survey by Pearl Meyer involving 300 HR professionals and leaders revealed that 37% observed improvements in employee morale and culture following RTO implementation, while 42% reported a negative impact.

Regarding retention, the report showed that 39% of leaders were uncertain about RTO’s effects, 31% noted no impact, 17% perceived a negative impact, and 12% observed a positive effect. Regarding recruitment, 30% reported no impact, 28% were unsure, 25% experienced adverse effects, and 18% saw positive outcomes.

Despite these mixed results, companies like J.P. Morgan Chase & Co., AT&T, and Amazon are moving toward full-time in-office requirements. The industry giants recently announced five-day-per-week RTO policies, aligning with similar mandates from firms such as Goldman Sachs. Executives believe RTO will foster collaboration, enhance team cohesion, and boost productivity through direct, face-to-face interactions.

Notably, University of Pittsburgh researchers found that strict RTO policies, wherein all employees must physically return to the office up to five days per week with minimal flexibility for remote work, may lead to increased turnover. S&P 500 companies enforcing RTO experienced higher employee turnover and longer hiring times, particularly among women, senior employees, and highly skilled workers.

“We’ve decided that we’re going to return to being in the office the way we were before the onset of COVID. When we look back over the last five years, we continue to believe that the advantages of being together in the office are significant.” – Amazon CEO Andy Jassy

Employer Takeaway

While job flexibility can support employee morale, the actionable results can be mixed. The feasibility of remote and flexible work options will depend on the type of role and the industry, with the right RTO decisions varying by employer. Employers should continue to monitor RTO trends to inform workplace strategies.

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Best Practices for Handling Return-to-Work Complaints

Any time you make a change like requiring employees to return to the office, you can expect a certain amount of complaints. People aren’t inherently great with change, and the benefits of remote work can be hard to part with. Given that, instead of trying to shut down complaints (which could potentially run afoul of employees’ rights under the National Labor Relations Act), we recommend a few things you can do to help bring employees on board with the idea.

One way to do this would be to hold a virtual meeting where you share your reasons for returning to the office and invite employees to share — during the meeting or afterward — what support they may need to make the return as smooth as possible.

During this meeting, be transparent about why you’re adopting a hybrid policy, noting the benefits to the organization and employees. Let them know that you understand that this change will cause some disruption to their lives and that you want to support them during the transition.

To help employees feel better about returning to the office, you might also consider offering perks such as a stipend for parking and commuting costs, a well-stocked fridge and snack drawer, or a more flexible in-office dress code.

While you will never be able to stop all the complaining, providing transparent communication and allowing employees to be heard is essential to gaining their support for any policy changes.

Return-to-Work Programs and Other Policy Assistance

If you’re struggling with implementing a return-to-work program or any other employment policy and don’t have the HR resources to help, let the experts at GTM lend a hand. Whether you need occasional or more consistent HR expertise, our consultants will customize a solution tailored to your needs. From cultural reviews for getting feedback from your workforce to HR audits to ensure you comply with labor laws, we’ll provide peace of mind and let you focus on running your business. Fill out the brief form below to learn more.